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Entreprise libérée, le patron qui a changé son regard sur les autres | Alexandre Gérard | TEDxSaclay
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Entreprise libérée, le patron qui a changé son regard sur les autres | Alexandre Gérard | TEDxSaclay

Child Education and Organizational Transformation

The Birth of a New World

  • Dr. Aurés Rame discusses the emergence of a new world, highlighting the daily clash between positive and negative experiences.
  • He invites the audience to observe someone unfamiliar in the room, prompting reflection on their perceptions—whether they see positivity or negativity.

Key Transitions Shaping Our Future

  • Rame identifies three significant transitions:
  • Digital transition influenced by AI, big data, and robotics.
  • Ecological transition crucial for humanity leading to regenerative economies.
  • Organizational transformation, which is the focus of his discussion.

The Concept of Liberated Companies

  • After 15 years as a traditional business leader, Rame's perspective shifted upon discovering liberated companies that emphasize trust and freedom.
  • He clarifies misconceptions about liberated companies being devoid of managers; instead, managers play a supportive role akin to gardeners fostering team growth.

Beliefs Driving Organizational Change

  • Rame shares core beliefs within liberated organizations:
  • Subsidiarity: Everyone has inherent resources to tackle challenges.
  • Collective Intelligence: Emphasizes collaboration over individualism.
  • Personal Transformation: Change within individuals precedes organizational transformation.

Psychological Insights on Performance

  • He references Robert Rosenthal's experiment with rats demonstrating how expectations influence outcomes—positive perceptions lead to better performance (Pygmalion effect).
  • A similar study in San Francisco schools showed that teachers' beliefs about students significantly impacted their academic performance through self-fulfilling prophecies.

McGregor’s Theory on Work Motivation

  • Douglas McGregor's insights reveal two contrasting organizational models:
  • Traditional pyramid structure based on the belief that people dislike work and need control (Theory X).
  • Human-centered organizations where work is viewed as natural and fulfilling (Theory Y), promoting collective performance over individual metrics.

Understanding Leadership Dynamics

The Power of Leadership and Engagement

  • The discussion begins with contrasting leadership styles, emphasizing the paternalistic approach where power is centralized in a figure like a father or boss. This contrasts with a more egalitarian view focused on personal success without reliance on symbols of authority.
  • A critical insight is presented regarding how leaders perceive their teams: a negative, depreciative view leads to disengagement, while an appreciative perspective fosters engagement among team members.
  • The speaker introduces Gallup's Q12 survey categories: engaged employees (enthusiastic and happy), disengaged employees (those whose lives begin outside work), and actively disengaged employees (considered toxic).
  • Global statistics reveal that only 13% of employees are engaged, while 24% are actively disengaged. This imbalance suggests significant challenges for organizations striving for effective performance.

Transformational Leadership Concepts

  • Isaac Getz's concept of "liberating leadership" is introduced, likening the role of a leader to that of a gardener who nurtures growth by providing essential resources such as equality, personal development opportunities, and self-direction.
  • Leaders must foster an environment where all voices can be heard regardless of age or position within the organization, promoting intrinsic equality rather than enforced egalitarianism.
  • Personal development should be encouraged within organizations so that individuals can pursue their growth paths freely.
  • Self-direction is emphasized as crucial; every member should feel empowered to make decisions aligned with organizational goals without needing permission from superiors.

Personal Reflection and Growth

  • The speaker shares personal experiences about changing perspectives on leadership through introspection facilitated by coaching. This journey involved overcoming control issues and recognizing vulnerability as part of effective leadership.
  • Acknowledging one's weaknesses can lead to better team dynamics; sharing struggles helps build trust and encourages openness among colleagues.
  • The importance of aligning thoughts, emotions, and instincts is highlighted as essential for authentic leadership.

Engaging Others in Positive Change

  • The speaker invites participants to reflect on their own organizational environments—whether they promote distrust or collective performance—and consider shifting their perspectives towards positivity.
  • An experiential exercise is proposed where participants connect silently with someone new to explore positive attributes in each other’s eyes, fostering deeper interpersonal connections.

This structured overview captures key insights from the transcript while linking back to specific timestamps for further exploration.

Video description

Et si, au sein d’une organisation, l’enjeu était moins de savoir diriger que de créer un environnement favorable à la créativité des personnes ? Ce qui sous-tend ce type d'organisation c'est que les gens n'aiment pas travailler. Et donc le manager est là pour leur dire ce qu'il faut faire. Et s'ils ont bien fait le boulot : carotte, s'ils n'ont pas bien fait le boulot : bâton. Alexandre explique quand dans l'organisation qu'il a mis en place, on pense que le travail c'est naturel, aussi naturel que le loisir. Voici un plaidoyer pour libérer l'entreprise de sa hiérarchie Alexandre Gérard est un entrepreneur qui, après 15 ans de direction “Command & Control” de son entreprise de 300 personnes, est percuté par la crise. La chute, la peur, les licenciements, laisseront place à une profonde remise en question. Depuis 2010, il engage ses équipes dans une démarche de “libération”, inspirée par JF ZOBRIST, l’ancien patron emblématique de la fonderie FAVI et, Isaac GETZ, le co-auteur de « Liberté et Cie ». L’objectif est de créer un environnement bienveillant et nourricier qui permettra aux équipiers de s’épanouir et de s’engager. L’équation «La performance par le bonheur» est le socle de l’action collective des équipes. Alexandre Gérard partage cette expérience de libération dans des conférences et accompagne des dirigeants qui s’engagent dans le mouvement des entreprises libérées. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx